Senior Talent Acquisition Partner

EverDriven•Greenwood Village, CO

1d•Hybrid

About The Position

EverDriven is the nation’s leading provider of alternative student transportation, partnering with school districts to serve students who need it most—including those experiencing homelessness, living with disabilities, or outside traditional bus routes. Our tech-enabled, human-led model helps remove barriers to learning through safe, reliable transportation. Since 2006, we’ve helped organizations solve complex transportation challenges through strong partnerships, dependable service, and a people-first approach. Guided by integrity, ownership, and collaboration, we move with urgency, lead with data, and never settle. Our success is driven by people who bring curiosity, accountability, and a commitment to continuous growth. As a Talent Acquisition Partner, you will own full-cycle recruiting helping to identify and bring in top talent across Sales, Marketing, Customer Success, Operations, Technology and other corporate-facing functions. You'll be the recruiting expert and influential thought partner your hiring managers rely on — running structured intakes, building pipelines for hard-to-fill roles, managing external search firm partnerships when the role calls for it, and closing candidates against competing offers. You will bring an AI-forward mindset to how we attract and select talent at EverDriven, continuously identifying ways to use modern tools to improve our sourcing reach, candidate research, screening, and outreach quality without compromising candidate experience.

Requirements

5+ years of full-cycle talent acquisition experience, with a strong focus on roles in high-growth, B2B SaaS environments; experience recruiting both GTM (Sales, Marketing, CS) and Engineering/Technical roles is required
Working proficiency in Greenhouse (or comparable ATS) - including reporting and workflow configuration
Track record using recruiting metrics to drive decisions
Deep understanding of the talent landscape and key success profiles
Experience partnering with senior leaders and hiring managers to define hiring strategies and deliver on goals
Ability to manage multiple requisitions and prioritize in a dynamic, high-growth environment and proven success closing talent across various departmental functions
Demonstrated experience managing external search engagements end-to-end—writing the brief, holding firms accountable to slate quality and timing, negotiating fees, and evaluating performance.
Excellent communication, collaboration, and stakeholder management skills

Responsibilities

Develop and execute scalable recruitment strategies to source, engage, and hire top-tier talent from both active and passive candidate markets
Lead full-cycle recruitment efforts across Sales, Marketing, Customer Success, Revenue Operations, and some Tech
Craft compelling job descriptions that reflect EverDriven’s brand, culture, and value proposition
Source actively to build and maintain talent pipelines for hard-to-fill critical revenue and technical functions - using AI-enabled sourcing, research, and outreach tools to expand reach and personalize engagement, without sacrificing candidate experience or selection rigor.
Carry an active req load of open positions at any given time, balancing volume hiring with senior, hard-to-fill searches.
Own the relationship with external search firms for senior, scarce, or time-sensitive roles - aligning when to go external, write the search brief, manage the engagement, hold the firm accountable to slate quality and timing, and evaluate performance.
Negotiate fees and terms; know when to extend, replace, or end an engagement.
Maintain a working roster of vetted search partners across functions and bring market insight on which firms perform in which spaces.
Influence hiring managers and senior leaders on candidate calibration, interview structure, and hiring decisions with the goal of driving the right outcome for the business
Run structured intake and debrief sessions that align expectations, surface real success criteria, and produce inclusive, evidence-based hiring decisions.
Partner closely with hiring managers and leadership to deeply understand team goals, market dynamics, and candidate profiles
Coach hiring managers and interview panels on structured interviewing, candidate assessment, and decision-making discipline
Use Greenhouse effectively and contribute to improving how we use it (workflows, scorecards, reporting)
Proactively identify process / optimization gaps and propose improvements – pilot, measure, and refine new approaches, including AI-enabled solutions
Track and act on recruiting metrics: time-to-fill, source effectiveness, offer accept rate, candidate experience. Use data to drive decisions.
Bring market intelligence (compensation trends, candidate availability, competitor activity) to inform workforce planning and hiring decisions
Deliver an exceptional candidate experience at every touchpoint, championing transparency, responsiveness, and consistency
Promote internal referral programs and employer brand initiatives